A federal judge in Texas dealt the critical blow to the Department of Labor’s plan to change to Fair Labor Standard’s Act which would require exempt salaried employees who work more than 40 hours per week time-and-a half overtime pay if they made less than $47,476 per year. Interesting statistics from The Workforce Institute survey noted that, “63% of employees surveyed claimed they would work off the clock even if it were against company policy”.
– Avoid a “Fair Labor Standards Act” (FLSA) Lawsuit
The Department of Labor issued its Final Rule updating the regulations governing white collar exemptions from the minimum wage and overtime pay protections of the FLSA (Fair Labor Standards Act). This rule went into effect on December 1, 2016, so if you’re not completely solid on what this means, please click here. Future automatic updates to these thresholds will occur every three years, beginning on January 1, 2020.
This is also a good time to:
- Update Your Employee Handbook
- Display Federal Posters
- Review Recordkeeping Practices
- Determine if Your Overtime Rate is Accurate
- Consider Misclassification
- Consider Deductions
“An ounce of prevention is worth a pound of cure” Benjamin Franklin